2. Training
Training is of the main functions of the
human resource management department.
Training refers to a systematic setup where
employees are instructed, and taught
matters of technical knowledge related to
their jobs.
It focuses on teaching employees how to
use particular machines or how to do
specific tasks to increase efficiency.
4. On the Job Training
Coaching: Under this method, the superior or an experienced staff gives instructions to the workers
to perform a job. It is one-to-one training designed for the workers where they can find answers to
their queries through the instructions and demonstrations given by the superior.
Mentoring: This training is given to the managerial level people, wherein the senior or the
manager gives instructions to the immediate subordinate to carry out the day to day
functioning. It is again a one-to-one training method, where the manager is considered as a
mentor to the subordinate and guides him in the situations of difficulty.
Job Rotation: Under the job rotation, an employee is often shifted to the other related jobs, with
the intention to make him well versed with other job backgrounds. This helps him to escape the
the boredom caused by performing the same kind of work again and again and also helps in
developing a rapport with other people in the organization.
5. On the Job
Training
Job Instructional Training: Under this training, a trainer designs a step by step training
program, wherein the worker is given the instructions to perform the job as required.
required. Firstly, the overview of the job along with the desired results is explained to
to the trainee, and then the skills required for the job is demonstrated by the trainer.
trainer. Then a worker is allowed to perform the job as per his acquired skills or
expertise, and then finally the workers are asked to give their feedback and ask for
any query arising out of the training program.
Understudy: Here, the superior gives training to the subordinate as an understudy or
an assistant who is likely to perform a superior’s job in case of the vacancy arising out
out of superior’s retirement, transfer, promotion or death.
Apprenticeship: This type of training is generally given to the people in crafts, trade
and technical fields that require a long-term learning before they actually gain the
proficiency in their respective disciplines.
6. Off the Job
Training
Special lectures: This is also called as classroom training
wherein the employees are given lectures about the job
requirements and the necessary skills required for
implementing the job.There is generally a classroom or a
workshop wherein the complete job knowledge is given to
the workers by the experts or specialists from the
professional institutes.The main purpose of this training is to
to make the employees well informed about their job roles
and discussing their queries arising out of the lectures.
Simulation: Under this training, the trainee is required to
learn the operations of machines and equipment, that are
reasonably designed to look similar to those installed at the
actual work floor.This is one of the most common method of
of training wherein the worker learns to operate tools and
machinery that look alike to those, they would be using in
the actual work environment.
7. Off the Job
Training
Vestibule Training: This type of training is specifically
given to the technical staff, office staff and the
employees who learn the operations of tools and
equipment assembled at a place away from the actual
actual work floor.This type of training is conducted to
give the real feel to the trainees, that they would be
experiencing at the actual plant.
Case Studies: Under this method, the trainees are
given the situation or a problem in the form of a case
study, and are required to solve it as per their learning
learning from the training program.
8. Other types of
Training
• Technical training
• Skills training
• Soft Skills training
• Team training
9. Development
• Development refers to the overall holistic and educational growth and
maturity of people in managerial positions. The process of development
is in relation to insights, attitudes, adaptability, leadership and human
relations.
• Lots of time training is confused with development, both are different in
certain respects yet components of the same system. Development
implies opportunities created to help employees grow.
• It is more of long term or futuristic in nature as opposed to training,
which focus on the current job.
• It also is not limited to the job avenues in the current organization but
may focus on other development aspects also.
11. Training
Process
comprises of a SERIES OF STEPS that needs to be followed
systematically to have an efficient training programme.
is a SYSTEMATIC ACTIVITY performed to
modify the skills,
attitudes and
behavior of an employee to perform a particular job.
12. IDENTIFYING
TRAINING
NEEDS
to determine whether a problem can be solved by
training.
Training need is the difference between STANDARD
PERFORMANCE and ACTUAL PERFORMANCE
it tries to BRIDGE the gap.
Hence, under this phase, the gap is identified in
order to assess the training needs.
14. Establish
Specific
Objective
Once the employees’ training needs have been
identified, employers can then prepare for the
training.
Clearly stated training objectives will help
employers communicate what they want their
employees to do, to do better, or to stop doing!
Learning objectives do not necessarily have to
be written, but in order for the training to be as
successful as possible, they should be clear and
thought-out before the training begins.
15. DESIGNING
TRAINING
PROGRAME
IN LINE WITH THE SET
OBJECTIVES.
EVERY TRAINING PROGRAMME
ENCOMPASSES CERTAIN ISSUES
SUCH AS:
WHO ARE THE TRAINEES?
WHO ARE THE TRAINERS? WHAT METHODS ARE TO BE
USED FOR THE TRAINING?
WHAT WILL BE THE LEVEL OF
TRAINING? ETC.
16. the comprehensive
action plan is designed
that includes
training content, material,
learning theories, instructional design, and the other training
requisites.
17. Implement
Programs
Under this step, the prepared plans and programs are
implemented to get the desired output.
Training should be conducted by professionals
Employees should be encouraged to become involved
in the training process by participating in discussions,
asking questions, contributing their knowledge and
expertise, learning through hands-on experiences, and
even through role-playing exercises.
18. Evaluate
Program
It consists of an evaluation of various aspects of training in
order to know whether the training program was effective.
In other words, it refers to the training utility in terms of
effect of training on employees’ performance.
Participants Opinions
The extent of Learning
Behavioral Change
19. Feedback
A mechanism in order to identify the weak areas in the
training program and improve the same in future. For this
purpose, information relating are obtained from participants.
The obtained information, then,
evaluated, and
analyzed in order to mark weak areas of training programs and
for future improvements.
23. Technology’s Role in Ongoing Learning Opportunities
MEDICINE
MATERIAL HANDLING
AND WAREHOUSING
BANKING AND HIGH
FINANCE
24. Ways Technology is Changing
Training Practices in Business
Online Courses &Videos
Virtual Training
New surgeons are learning skills through the
eyes of a trained surgeon while the military uses
virtual reality to train battlefield medics
26. Conclusion
The training as stated earlier has a narrow scope and aims at
increasing the knowledge and skill of the employee.
Organisational development on the other hand refers to the
overall improvement of the organisation such as its structure,
objectives, policies and procedure including managers and
employees.
Organisational development aims at bringing about a change in
organisational culture. This can be achieved by hiring the
services of professional consultants. Training and development
programmes are often viewed as part of organisational
development.
